Importance of Training and Evaluation in Organisations

Importance of Training and Evaluation in Organisations INTRODUCTION: In the past several years human resource management become quite popular. Human Resource management is a very important internal part of an organisation. It has many functions like recruitment and selection, human resource development, reward and performance and management development. Skilled and developed employees are main strength of organisations success. Companies are willing to recruit skilled and talented people. But it is a short sighted approach for long term success. As mentioned above, in recent years of companies and organisations have realised importance of training and development. They are focusing on continuous improvement and learning through training and development in organisation. But for that employees are need to choose wisely. This part is related to recruitment and selection process. So HR manager need to choose people with the potential to learn more. Many organisations encourage employees to participate in training and development programme to learn the sys tematic knowledge in depth. Now it is realized that if there are more opportunities of development for employees, so that they stay committed longer to the organisation. Such motivated, experienced and trained staffs bring better organisation performance. Thats how organisation can produce best product or services that bring more customer satisfaction and more sales which ends in more profit. It also supports employee in participating training and development programme and thus, it increases job engagement of the employee to the organisation. Organisations definitely will gain more productivity from skilled and trained employees rather than non trained employees. Trained and engaged employees are motivated employees. Skilled and motivated employees are high performing employees. That is how employer and employee both can get benefit from training and development programme. (Beardwell Claydon, 2007) 2. STRATEGIC HUMAN RESOURCE DEVELOPMENT: This project focuses on human resource development. Main objective of this project is to explain the importance of training evaluation in an organisation. Training evaluation is the one of the crucial part of training process. But first we need to know, why training evaluation needed? From the beginning it is a key topic for most of the trainers. When, training and development do not give the required results than it can be very much harmful for the organisation. It can de-motivate the learners and can seriously damage their reputation. That is why training evaluation has been introduced. So that by evaluating training, trainers can get expected results. It also helps to make any appropriate changes where it is required. It gives the confidence to the trainer by providing result of that they are doing a good job. (Thorne K. Mackey D. 2007) HRM features create more importance when it is attached to strategic integration. It is more concerned to link the HRM issues into strategic planes. Strategic Human Resource Development (SHRD) is for giving the clear vision about employees abilities and potential to operate within the strategic framework of the business. New learning and development strategies are created under SHRD to achieve business goals. Training evaluation is needed to ensure that, is SHRD attaining the business goals or not? The main objective of SHRD is to enhance resources with the belief that firms employees are a major source of competitive advantage. It is more focused on intellectual capital, ensuring that are there right quality of employees available to meet the present and future needs. By creating a learning environment in which employees are encouraged to learn and develop to match the employability of outside and inside of organisation, should be one of its concerns. Michael Armstrong (2009) has hi ghlighted the philosophy of SHRD. HRD makes a major contribution to successfully achieve firms goals, investment in the benefits to the stakeholders of the organisation. HRM planes and programmes should be interact with and support to achieve the goals of business and HRM. Everybody in the organisation should be encouraged and given opportunity to learn and develop their skills and knowledge. In SHRD there should be a focus on self managed learning and support by coaching, training and monitoring. As we have seen learning, training, development and education are the elements of HRD. Learning should be distinguished from training. Therefore, organisations need to monitor their training programmes. (Armstrong M. 2009) From Baron J. Kreps D. (2005), now firms do not show training as a cost for the employee but as an investment. They said that, it is important to measure the training. By giving some examples, they argued about how it is difficult to measure of performance improvement. Therefore, evaluation is more likely to be considered as a capital investment of training. Trainer and trainee both should undergo from evaluation process. The result of this process will give better understanding about performance improvement. Making changes where necessary in training will provide great help in the integration with business strategies. According to Armstrong (1999) training evaluation is important to evaluate training in order to assess its effectiveness. It is important to know what ever training is provided to the employees; does it really help them in their work? Because, lot of time, effort and money spend to train employees. That is why Hamblin said any attempt to obtain information (feedback) on the effects of a training programme and to assess the value of the training in the light of that information. It is an integral feature of training. It gives the answer to the question of how far the training has achieved its purpose. Training evaluation makes sure that, the given training was investment rather than expense. RESEARCH MATHODOLOGY: All the data is gathered by secondary sources. Most of the data is collected from books. Some of the journals have been referred for adequate knowledge of the research report. Electronic source is the main source of gathering the relevant data. Both qualitative and quantitative data been gathered for the proposed research report. A case study has taken is supporting Kirkpatricks model. It provides the brief detail of how to make evaluation in training. (Bhattacharya, 2006) KIRKPATRICS TRAINING EVALUATION THEORY: To understand training evaluation, Kirkpatrick has introduced four level of training evaluation. Donald Kirkpatrick was president of the American Society of Training and Development in 1975. Reaction: Reaction evaluation is how the trainee felt, and their personal reaction to the training or learning experience. It is a feedback forms on training experience. Verbal reaction can also be noted and analysed. It can be done by post training surveys and questionnaires. Feedback form, which can be filled or verbally given to the manager. It contains personal feeling type questions, like did the trainees like and enjoys training? Did they consider the training relevant? Was it a good use of their time? Did they like the timing and the place of training? It is easy to do. It can be done immediately after completion of training. Easy to obtain reaction feedback. Easy to analyse. Not much expensive to gather all the data and for analyse. It become very helpful to know the primary questions like trainees were not unhappy or disappointed with training. Analyser has to assume that all the feedbacks are genuine. If it is than most of the feedbacks may be similar. Learning: Learning evaluation is the measurement knowledge from before and after learning experience. It can be done by doing assessment tests before and after training. Interview and observation can also be used instead of assessment test. Assessment test need to be closely related to the aims of learning. Measuring the test can be easy in g group rather than individual. Hard-copy, electronic, online or interview style assessment are types of gathering learning evaluation data. From the data, it is easy to figure out, did the trainee learn what every he intended to taught? Did the trainee experience what intended to experience in training? It is more time consuming and costly in compare to reaction evaluation. It only shows that how much knowledge h As trainee has. It doesnt shows that how much learning applied at the workplace. Behaviour: Behaviour evaluation in which trainees applied the learning and change their behaviour. This can take some time to change their behaviour it might take several weeks or months after the training. The main objective of behaviour evaluation is to find did trainees put their learning into effect? Are they using the relevant skill which has been taught? Is there any change in their activities while working? How is their performance? Is the trainee aware of the changing behaviour? Is the trainee trying to transfer their learning in others or not? As behaviour evaluation is an important evaluation process amongst the other processes. Observation need to done at certain level of training. Assessment test is not suitable in this because each trainee will take his own time to put his learning into effect. Assessment can be done only by suitable analysis tools. Judgement, observation or interviews are the best possible way to measure the impact of training. A flexible way, like 360 degree feedback is useful method for measuring the effect. It is less easy to measure the change in compare to learning behaviour. Cooperation and skills of observers are most important in this evaluations process. Analysers need to be very much accurate and experience in judging trainees behaviour. Behaviour evaluation should take place in some time duration during the training. So it depends on evaluators vision to see behaviour pattern, which can be varies amongst different evaluator. The support of line managers and trainers are essential in this evaluation process. Involving them from the beginning of the training would definitely beneficial for further assessments. Results: Result evaluation is the measurement of effect on the business or environment after the training. The main objective in this evaluation process is to find results or performance indicators like; sales, volumes, quality, timescale return on investment, performance, turnover, failure, wastage, achievements, accreditations, growth, retention etc,. Many of these measures can be done by other management systems and reporting. It can be found by how trainees inputs are affecting the performance after training. Commonly trainees are informed about the expected level of performance which needs to be achieved by the end of training. It requires simple links with the training inputs. Failure with this can reduce the chances of getting accurate results at the end. Result evaluation is particularly not difficult. It can be done by using qualitative and quantitative analysis. Targets can be set down with the use of this evaluation process. While doing the result evaluation, analyser needs to consider the external factors of environment which are affecting the performance of organisation. This can be good or bad. So the analysers have to be realistic towards the situation. (Kirkpatrick 2007) I think Kirkpatricks model gives foundation level knowledge to evaluators. There is a need to extend these levels. The four levels are over simplified. They do not consider the dynamic changes in the environment and in the organisation. By not considering the training environment, trainer will give a false training evaluation. Although the trainee is well trained, still he is not efficient as others. To find out such problem training programme need to consider the cultural and ethical factors. It is also missing the determination of usefulness and availability of organisational resources. Yes it is true that this model is very much useful during the training session. Minor problems with the trainees can be rectified and necessary steps can take to improve training programme. Thereafter it is not much useful. For more accurate result of training evaluation Philip has introduced ROI theory of training evaluation. It is also considered as a fifth level of Kirkpatricks model. Kaufmans five levels of evaluation: Roger Kaufman has introduced five level of evaluation by using the Kirkpatricks four levels. His evaluation model level includes addressing the viability of various resources and inputs necessary for successful interventions by adding social and client responsiveness with the consequences of payoffs. According to him, evaluation needs to consider both within and outside of organisation. His view of evaluation is broader than Kirkpatrick. He said that training is the only performance improvement so evaluator needs to see the contribution to performance inside as well as outside of the organisation. He showed the fifth level which is mega level. It is societal contribution, which is missing from Kirkpatricks framework. The mega level aims on societal usefulness like health, continuous profit, pollution level, safety. It concerns more for the future. Like what will be effect of it in the future market. Other levels are shown in the following table: The mentioned table shows the suggested levels of Kaufmans theory. He is making critics on the first level, that Kirkpatrick is not involving resource availability. Level two is considered as an assessment type. It focuses on training implementation. Level three is performance based. Identify the changes due to training. Fourth level is common in both. It includes performance improvement, cost benefits such as timely and quality output. If I put it in a simple way, Kaufmans five levels are interlinked with business strategy. It is a useful model for Strategic Human Resource Development. By considering all the environmental factors evaluator can give more accurate result. The quality of result is richer that simple evaluation result. (Kaufman R, Keller J Watkins R. 1996) CIRO METHOD OF TRAINING EVALUATION: War, Bird and Rackham introduced four level of approach called CIRO. Context: It checks back to the basics of training. It considers the environment within which training took place. Employer need to look the original methods for training and development. Employer need to check and analyse the information to identify specific needs. Input: This evaluation decides the best method of delivery. It takes into account of employees selection process, employee material and the level of involvement at workplace. By determining the accuracy of the input will increase the success of overall evaluation. Reaction: Reaction is not much different from Kirkpatricks behaviour evaluation. It evaluates the nature of employee and measure the reaction from learning. This can be useful to evaluate quality of employees. Outcome: It is the final evaluation to check the changes in employees at the workplace. It is easier to evaluate if results are numeric. Outcome is to check that how far training has transferred employees by measuring their performance. Warr, Bird and Rackham made a critic on Kirkpatricks four levels of evaluation. They said that this process may not always produce genuine, meaningful and long-term results. The parameters which Kirkpatrick looking to evaluate training are limited. It is not considering the firms overall ability to perform. CIRO model is requires more detailed analyses of an organisation. There are many factors that will affect training. So this evaluation model takes more time than Kirkpatricks model. (Thackwray B. 1997) ROI TRAINING EVALUATION THEORY: Jack Phillips has introduced ROI evaluation theory. It is also known as Jack Philips five level ROI model. As mentioned above training is considered as investment in people. ROI is the best match for this sentence. According to Philip, there are six trends which have increased the use of ROI. The increasing amount of training and development are pressuring for more accountability in business. Competitive strategies are linked with training and development, management are always eager to measure the contribution of training programme. Other programmes do not give as accurate result as ROI. Therefore many times programme sponsors have requested to for ROI justification. Including all the other functions, training and development is required for continues development and to hold the position in competition. Therefore many support efforts are taken for it. From the perspective of top executives in large number of organisation required ROI information. Trainers are now taking interest in justifying their contribution in training and development. So they increased their interest in ROI. ROI theory cannot be directly applied. For this there is a need of a classic model like Kirkpatricks model. Then the result should be taken for ROI such as turnover, quality improvement, productivity or cost reduction. To get the accurate ROI all programmes should be compared to cost implementation in order to value the investment. That is why ROI theory is called as a fifth stage of Kirkpatricks evaluation theory. On the other hand, this model requires final results. Only then evaluator can able to use this model. There isnt any more research need to be done if desired result can obtain, but if the results are wrong then evaluator need to go back to the basics. ROI is not a proper method to evaluate training. Because there are lot of qualitative aspects related to it. Use of ROI is just to check the returns on investment. This technique is more favourable to investors rather than evaluators. The ROI formula is the annual net programme benefits divided by programme costs. Where else the net benefits are the mandatory value of the benefit minus the cost of the programme. The ROI formula is as follows: (Philips 1996) CASE STUDY: A case study taken from journal of workplace learning. The aim of training is to give knowledge and leadership skills to the managers. The test was conduct on two groups of manager and supervisors of large municipal organisation. Both the groups are divided in 27 people. One group was undergoing from the training, while the other one is untrained. So the result will reflect the clear difference between both the groups. The data is evaluated by Kirkpatricks four levels of evaluation method. Candidates age, seniority, experience level and educational knowledge were almost identical. Reaction: Reaction was measured by a short questionnaire. 16 questions were given with from five scales from bad to excellent. The reaction training and the trainers were positive in general. The main result fallen under the other three levels. Suggestions were gathered to improve aspect of training facility. However, reaction is necessary, but not enough for a high quality evaluation. It is to measure that training is reaching the intended goals or not. Knowledge: It is to measure the aspects of effective leadership and management skills, measured by multiple choice questions. The results were remarkable. Candidates demonstrate a significant growth in knowledge. This will help managers to reach higher level of knowledge than untrained managers. The training apparently gets successful in this theoretical knowledge. Even somehow, this result was putting pressure to untrained managers to perform better. Behaviour: Managers behaviour is noticed after providing the adequate knowledge. Leadership behaviour had been discussed during the training. The present frequency compared with before training frequencies. The result was again showing positive indication. After training, a significant change been noticed. The behaviour toward leadership skills was higher in compare to untrained group of managers. The proposed result showed the increase in leadership behaviour is doubled that before from the gathered numbers. Result: Final result is showing the long term analyses of improved productivity, quality of product and processes, lower sickness and absence rate. The result is in two parts: self evaluation and evaluation by others. Both parts are showing positive result which is supporting the hypotheses, for long term effectiveness. But obvious it is often difficult to prove a causal link between training and long term effects. There are several factors like age, boredom from same kind of work, changing nature of human and other environmental factors effect it. This method cant be predicting the future, it just to measure the current performance. Further research gives the idea, for long term result a 360-degree evaluation should be more accurate than Kirkpatricks four level evaluation methods. Overall result showed the gap between trained managers and untrained managers. Step by step evaluation is giving the improvement in managers skills and knowledge. Training main objective was achieved. However, Kirkpatricks model is not giving accurate results. Further research need to done in this case. Individual evaluation between trained managers will give more accurate result than groups. For that, Philips ROI method, kaufmans five level and CIRO evaluation methods need to introduce. However, the candidates are almost identical as the case says. So, there wont be much difference in result. (Steensma H. 2010) As mentioned in the training proposal, training means investment in people to enable them to perform better and to empower them to make the best use of their natural abilities. It is very much important to improve employees skill which results better quality product or a high level of customer services. (Armstrong, 1999). RATIONAL: I would like to describe one of my own experiences regarding training and training evaluation. A few months back when I was working with an AGIES BPO as a customer care executive. My job task is very much related to a salesman. At the time of joining the company. Trainers have provided brief training regarding my work. After few month of working there was not much improvement in my work. My sales figures were low and I was staying away from reaching my goals. Considering my efforts companys trainer suggested me to participate in the further training programme which was called as PIP (Performance Improvement Programme). In this programme trainers had provided through training regarding my work. They provide me basics for the working tasks and advance techniques also. As my work was technical work, I have to give assessment test on each end of the day. At end of very first of PIP, a verbal interview has taken place where, trainer took the interview. It does include some simple question s like how are you feeling about training? Did you understand the concept? Do you know your way getting out of the problem? Assessment test were taken after each session, it was regarding the technical issues. The evaluation of training is going as per Kirkpatricks four level of evaluation pattern. Behaviour pattern has been marked as well. The taught soft skill in sales helps me to respond well in communication and the technical training helped me in doing my work easy and quickly. After the end of my training, I have been called for the face to face interview for measuring my learning and how well I can able to put it into practice. After that I was feeling like confidence enough to work with my full productivity as well as I was teaching some of the technical skills to my juniors. This is how training changed my way of working. At the end of the month I have achieved my sales targets without any problem. The results were showing the significant changes of training programme. CONCLUSION: Although the above mentioned discussion showed that how training and training evaluation is helpful for organisations own benefits and employees can also improve their own performance. It builds a moral interest in staff development. Future train programme can be determined by training evaluation. Training evaluation can also rectify the mistakes done in training programme and can build a new programme. Most important for an organisation, training programmes make the business stands in market. Changing culture, technology and ethics influence an organisations work place. To understand its effect and to cope with the competition there is an urgent requirement of training, and to ensure the training is going in right path, it becomes a necessity to do training evaluation. Training evaluation take part in most of the organisation. The above mentioned training evaluation theories are the key to analyse training and its effectiveness. Better working environment with well train ed workers can lead the organisation to high level. This can be helpful to gain more market share and better reputation among competitors and customers. Therefore it is not wrong to say that training evaluation is a vital part for an organisation. But it is not always because of the training. There are some cases when training is not enough to improve productivity regardless the evaluation is showing the uprising performance. As seen above, strategic human resource development is essential in developing business strategies. SHRD enables learning cycle. It creates a chain of continuous improvement. Measuring the evaluation and apply changes with that, can formulate flexible development strategy. Sometimes, employees are not happy with management or not happy with the payment and reward system. If some employees are chosen for the wrong position to work than how will training affect his performance or behaviour of working? There might a mistake from selection and requirement section. If a person is not satisfied with his work than there is no way of getting trained him for the future. According to Druckman ET, al, (1997), it is found that training is not always worth. Training do not give satisfactory output in some cases, there is evident that training is not always successful. Application on learning on practical basis at job, amount of learning depends on conditions at workplace. As mentioned the above cases. One of the factors affecting training success is how much employees are interested in participating in training programs. Training is more effective in participation condition is not compulsory. Training programme should be voluntary. Other factor is co-operation from the managers. Supportive environment always influence result training and makes it more efficient in practise. REFERENCES: Armstrong M. (1999), Human Resource Management Practice, 7th edition, Kogan Page Limited. London. Armstrong M. (2009), Strategic Human Resource Management: A Guide to Action. 4th edition. Kogan Page. New Delhi. Baron J. Kreps D. (2005). Strategic Human Resources: Framework for General Managers. John Wiley Sons, Inc. USA. Beardwell J. Claydon T. (2007). Human Resource Management: a contemporary approach. 5th edition. Prentice Hall, England. Bhattacharya D.K. (2006), Research Methodology, 6th edition, Excel Books, New Delhi. Druckman D., Singer J.E. Van Cott H.P. (1997). Enhancing Organisational Performance. National Acedemy.USA. pp: 106-107. Kaufman R, Keller J Watkins R. (1996), What Work What Doesnt: Evaluation Beyond Kirkpatrick. Volume 35. Kirkpatrick D. (2007). The Four Levels of Evaluation. American Society for Training and Development. USA Philips J.J. (1996). Technical and skills training. [Online] available at: http://www.astd.org/NR/rdonlyres/D0BCF259-880D-4EEC-BF89-7F1B9A88F430/0/phillips.pdf. [Accessed: 27 April 2010] Steensma H. (2010), Evaluating the Training using the Four Level Model. Journal for Workplace Learning. Leiden University. [Online] available at: [Accessed 22 Aug 2010]. Thackwray B. (1997), Effective Evaluation of Training and Development in Higher Education. Kogan Page, London. Thorne K Mackey D (2007). Everything you ever needed to know about training. Kogan Page Ltd, USA.

A Raisin in the Sun – 2

In A Raisin in the Sun by Lorraine Hansberry, Beneatha wants to learn more about her heritage. She wants to get closer to her roots, and know more about it. The line, â€Å"How can something natural be eccentric? † (Hansberry 80 Act two Scene 1), shows off a defensive tone. This quote is said after George tells her that her natural hair looks eccentric. Her defensiveness over her hair shows her determination to be in touch with her heritage. Beneatha cut her hair because she thought it was too Caucasian looking.By Beneatha doing this it shows her determination. Beneatha, however, is not the only person with determination. Ruth, just like Beneatha, has determination. Ruth has the determination to keep her family in check, and to do what is best for them. Ruth, along with determination, has being strong as a character trait. She is expecting another baby, and is deciding whether to get an abortion or to keep the baby. â€Å"When the world gets ugly enough—a woman will do anything for her family. The part that's already living† (Hansberry 75 Act 1 Scene 2).Mama says this about Ruth to Walter when she figures ruth is going to get rid of the baby by getting an abortion. By thinking of and making this decision it shows Ruth's determination and how strong she is. Just as Mama said, a woman will do whatever it takes for her family. Later on in the play Ruth decides to keep the baby and not get the abortion. Walter has determination, as well as stubbornness. Stubbornness is a form of a strong character trait. Walter has to be pretty strong willed to be as stubborn as he is with wanting to open a liquor store with some of his buddies.Because of Walter's stubborn determination, he has been fighting with Ruth about opening a liquor store with his buddies. He plans on opening it with the insurance money that Mama is getting. Ruth and Mama both do not think that it is a good idea. Walter knows this and therefore upon knowing this his stubbornness shows. â€Å"Man say to his woman: I got me a dream. His woman say: Eat your eggs† (Hansberry 33 Act 1 Scene 1). In this part of the play Walter is telling Ruth about his idea to open the liquor store, but Ruth will not listen to him.Walter realizes this and starts to get a little defensive and stubborn about it. Therefore starting somewhat of a fight with Ruth. His defensiveness over his dream shows his determination. Just like Beneatha, Ruth and Walter, Mama has determination as well. Mama wants to keep the family together. She does not want the family to keep on fighting. Because of this determination to keep the family from fighting, and to keep them together, she goes out and buys a house with her insurance money that is in Clybourne Park. When Walter finds out he is upset about it. Son—you–you understand what I done, don’t you? I—I just seen my family falling apart today†¦ We couldn't of gone on like we was today. We was going backwards ‘ stead of forwards—talking 'bout killing babies and wishing each other was dead†¦ When it gets like that in life—you just got to do something bigger†¦ † (Hansberry 94 Act 2 Scene 1). In this quote Mama is trying to explain why she did what she did to Walter. This quote shows Mama's passion and her determination to keep her family from falling apart. Everyone has determination.In A Rasin in the Sun by Lorraine Hansberry; Mama, Ruth, Walter, and Beneatha all have a unique determination. Mama and Ruth both have determination to keep their family from falling apart. They both want what is best for the family. Beneatha was determined to learn more about her heritage. Walter was determined to open a liquor store. By the end of the play everything was settled and worked out. Ruth had decided to keep the baby, and they all decided to move into the house in Clybourne Park. It was a happy ending for the very determined Younger family. A Raisin in the Sun – 2 In A Raisin in the Sun by Lorraine Hansberry, Beneatha wants to learn more about her heritage. She wants to get closer to her roots, and know more about it. The line, â€Å"How can something natural be eccentric? † (Hansberry 80 Act two Scene 1), shows off a defensive tone. This quote is said after George tells her that her natural hair looks eccentric. Her defensiveness over her hair shows her determination to be in touch with her heritage. Beneatha cut her hair because she thought it was too Caucasian looking.By Beneatha doing this it shows her determination. Beneatha, however, is not the only person with determination. Ruth, just like Beneatha, has determination. Ruth has the determination to keep her family in check, and to do what is best for them. Ruth, along with determination, has being strong as a character trait. She is expecting another baby, and is deciding whether to get an abortion or to keep the baby. â€Å"When the world gets ugly enough—a woman will do anything for her family. The part that's already living† (Hansberry 75 Act 1 Scene 2).Mama says this about Ruth to Walter when she figures ruth is going to get rid of the baby by getting an abortion. By thinking of and making this decision it shows Ruth's determination and how strong she is. Just as Mama said, a woman will do whatever it takes for her family. Later on in the play Ruth decides to keep the baby and not get the abortion. Walter has determination, as well as stubbornness. Stubbornness is a form of a strong character trait. Walter has to be pretty strong willed to be as stubborn as he is with wanting to open a liquor store with some of his buddies.Because of Walter's stubborn determination, he has been fighting with Ruth about opening a liquor store with his buddies. He plans on opening it with the insurance money that Mama is getting. Ruth and Mama both do not think that it is a good idea. Walter knows this and therefore upon knowing this his stubbornness shows. â€Å"Man say to his woman: I got me a dream. His woman say: Eat your eggs† (Hansberry 33 Act 1 Scene 1). In this part of the play Walter is telling Ruth about his idea to open the liquor store, but Ruth will not listen to him.Walter realizes this and starts to get a little defensive and stubborn about it. Therefore starting somewhat of a fight with Ruth. His defensiveness over his dream shows his determination. Just like Beneatha, Ruth and Walter, Mama has determination as well. Mama wants to keep the family together. She does not want the family to keep on fighting. Because of this determination to keep the family from fighting, and to keep them together, she goes out and buys a house with her insurance money that is in Clybourne Park. When Walter finds out he is upset about it. Son—you–you understand what I done, don’t you? I—I just seen my family falling apart today†¦ We couldn't of gone on like we was today. We was going backwards ‘ stead of forwards—talking 'bout killing babies and wishing each other was dead†¦ When it gets like that in life—you just got to do something bigger†¦ † (Hansberry 94 Act 2 Scene 1). In this quote Mama is trying to explain why she did what she did to Walter. This quote shows Mama's passion and her determination to keep her family from falling apart. Everyone has determination.In A Rasin in the Sun by Lorraine Hansberry; Mama, Ruth, Walter, and Beneatha all have a unique determination. Mama and Ruth both have determination to keep their family from falling apart. They both want what is best for the family. Beneatha was determined to learn more about her heritage. Walter was determined to open a liquor store. By the end of the play everything was settled and worked out. Ruth had decided to keep the baby, and they all decided to move into the house in Clybourne Park. It was a happy ending for the very determined Younger family.

MLK and Malcolm X Comparison - Free Essay Example

Sample details Pages: 3 Words: 887 Downloads: 6 Date added: 2019/03/26 Category History Essay Level High school Topics: Malcolm X Essay Martin Luther King Essay Did you like this example? Both Martin luther king and Malcolm X were two prominent civil rights leaders in the fight for the betterment of black peoples lives although they are both agreed on achieving civil rights for the black community and agreed that the treatment of black people by white people was unjust their philosophy and how to achieve justice was different. Martin luther king and Malcolm X had very different views on the interaction of black and white people. Martin Luther preached for black people to have the same rights and freedoms as white people and coexist with whites and was even open to having white people join in on the protest for equality. Don’t waste time! Our writers will create an original "MLK and Malcolm X Comparison" essay for you Create order Must not lead us to distrust of all white people, for many of our white brothers , as evidenced by their presence here today, have come to realize that their destiny is tied up with our destiny and their freedom is inextricably bound to our freedom. We cannot walk alone. (MLK, p3) Where was Malcolm X believed in Black nationalism and was and was really negative towards white people and politicians. Even Though you can vote they fix it so youre voting for nobody. Because either dog you chose I guarantee you youll still be in the dog house. (Malcolm X, p8) By the dog, he means the political parties, no matter who the black community votes fore they all are against them. The dixiecrats in the south being obviously against them, and the democrats in the north pretending to be for them. The negro revolt is controlled by the white man. and all of the demonstrations to desegregate are just artificial fires that have been ignited and fanned by the white liberals in desperate hope that they can use this artificial revolution to fight off the real black revolution (Malcolm X , p17). There are efforts to desegregate public places, have white people realize that black people are no different from them and they should have the same rights. And Malcolm is just calling it trick to get black people to vote. And that also raises the point that he seems to be against black and whites integrating into society as one people. Martin Luther king and Malcolm x had divergent views about how the the to best achieve black rights. King believed that non violence is the answer. Again and again we must rise to the majestic heights of meeting physical force with soul force (MLK, p2) Because you can only achieve peace with peace, and violence breeds violence. Non violence is effective because there is nothing the other side can do, they are not breaking any laws that could them trowen in jail, they are just peacefully protesting tring the to get the word out about racial inequality and at the same time showing that they are just peaceful and respectful people that belong in the soci ety. Malcolm on the other hand believes in violence brought down by god. Revolutions are never peaceful, never loving, never nonviolent. Nor are they ever compromising. Revolutions are destructive and bloody. (Malcolm X, p 17). He claims that god controls the black revolution to violently get rid of the power of the white oppressors. They both of these civil rights leaders agree on strengthening the black economy Malcolm X states: The economic philosophy of Black Nationalism only means that we should own and operate and control the economy of our community.(p2). He blames black people for their poverty and terrible housing, by supporting the white mans economy rather than the back economy, he advocates that blacks setup storers and business and blacks to shop at those businesses. So that the money stays in the black community, rather than in the white comuti and making the white man richer. Businesses set up by the black community would also give black people jobs. King preaches: we just need to go around to these stores, and to these massive industries in our country, and say, weve come by here to ask you to make the first item on your agenda fair treatment, Now, if you are not prepared to do that, we [must withdraw] economic support from you. (p8). If these companies dont follow the wishes of the blacks for fair treatment they are hurting themselves by losing customers and therefore profit. And black are going to spend their money black businesses instead. Both of them also base their beliefs on religion. Martin Luther who is a christian preaches but god has commanded us to be concerned about the slums down here, and his children who cant eat three square meals a day (p8) I just want to do gods will (p11). Martin Luther king and Malcolm X brought fought for civil rights for the black community. Some of their ideas were similar such the idea of building strong black economy and both of their beliefs came from religion. How ever they also disagreed on other ideas such as Martin luthers idea of unity of white and black community and non violence vs. Malcolm Xs black nationalism and violent approach. Yet in the end together they achieved the a monumental and glorious agenda of civil rights for blacks. And therefore deserve recognit ion of going down in history as the greatest demonstration for freedom in the history of our nation (MLK,p2)

Analysis Of The Movie 12 Angry Men - 1239 Words

We are very fortunate to live in a country where our legal system is designed to give everyone a fair trial. One of the great advantages of our legal system is that if someone is convicted of a crime they are innocent until proven guilty. The hope and mission of our judicial system is to correctly convict the people who have actually committed the crime. To prove their guilt while also making sure we are not convicting an innocent person. However, our system is not perfect and there are some flaws. Unfortunately, since jurors are just people and not computers or machines mistakes can be made. When putting your life in another person’s hands, such as a juror, you hope for the best, but that is not always enough. Sometimes there are certain variables, which can impact decisions and alter a person’s life forever. The movie â€Å"12 Angry Men† is a great example of how these variables play a role in determining a person’s innocence. Throughout this movie there were numerous examples of psychological science. The four domains I will focus on are stereotyping, eyewitness testimony, attribution process and problem solving. In the beginning of the jurors deliberation most of them are basing their verdict on the fact that the boy came from the â€Å"slums† therefore he was capable of murder. They are taking stereotypes and using them as evidence. According to Kerr, Niedermeier and Kaplan (1999), although using a jury is effective studies show that eliminating irrelevant, prejudicial orShow MoreRelatedMovie Analysis : 12 Angry Men1639 Words   |  7 Pageswithin a diverse group.The purpose of this paper is to analyze the importance of cooperative communities while providing different aspects of leadership. Movie Summary The movie 12 Angry Men is a depiction of a jury deliberation in the 1950’s involving the trial of a teenager that is accused of murdering his father. These twelve men were brought together by a random selection process to make a unanimous decision. In the beginning, all jurors believed the boy to be guilty without a doubtRead More12 Angry Men : Movie Analysis : 12 Angry Men1103 Words   |  5 PagesThe 1957 movie version of 12 angry men, brings twelve people together with different personalities and experiences to discuss the fate of a young boy that allegedly killed his father. At the very beginning many agree that the boy is guilty except for one man. Juror #8 votes not guilty and pushes to have the evidence talked through. Slowly after reviewing all the evidence carefully the eleven to one vote switched from eleven thinking guilty to eleven thinking not guilty. Each juror brought differentRead MoreAnalysis Of The Movie 12 Angry Men 1891 Words   |  8 PagesT he Decision Analysis Assignment Frank Luu The story of 12 Angry Men begins in a New York City courthouse at the conclusion of a murder trial. The judge order the 12 men of the jury to recess and decide on a guilty or not guilty verdict for a 18 year old boy charged with murdering his father. The judge informs them that a guilty decision by the jury will result in a death sentence for the boy as the judge will not show any leniency. The 12 men are lead to the jury room where they will stay lockedRead More12 Angry Men Movie Analysis782 Words   |  4 PagesTwelve Angry Men Analysis BA 321 Reaching a unanimous vote, beyond a reasonable doubt, was a difficult task for the jurors represented in the film, 12 Angry Men. All but one were convinced the boy on trial was guilty of first degree murder based on eye witness testimony and circumstantial evidence. Uncomfortably hot and sweaty, one intent on getting to a ball game, eleven of the twelve jurors had no intention to stop and think about the life contingent on their verdict. The entireRead MoreAnalysis Of The Movie 12 Angry Men 933 Words   |  4 Pages12 Angry Men Overview In the movie of 12 Angry Men, a group of jurors must decide the fate of an inner-city boy, who is charged with killing his father. The case should have been a slam dunk, yet one man (Juror No. 8) in the initial vote cast reasonable doubt over the evidence of the trial. While deliberating their verdict, the details are revealed. Subsequently, the jurors slowly changed their vote to innocent on the basis of doubt. Despite their duty to separate personal matters from the factsRead MoreAnalysis Of The Movie 12 Angry Men 946 Words   |  4 Pages12 Angry Men For the purpose of this paper I will be using a movie based on a teen male who is on trial for the murder of his father in 1957. There are twelve men on the jury who are from all different areas of society. They have one goal, to decide based on testimony and evidence on whether the accused is guilty or not. The following information is one person’s observation of the movie â€Å"12 Angry Men† using the 5 Stages of Group Development. Keywords: Forming, Storming, Norming, Performing, AdjourningRead MoreMovie Analysis : 12 Angry Men1404 Words   |  6 PagesThe group type presented in the film 12 Angry men appears to be a task group. Task groups typically come together to accomplish a specific charge. In this case, their task was to decide a verdict of guilty or not guilty for the boy on trial. According to our text, some feature of this task group would include those listed under the â€Å"teams† category such as appointed leadership and focus on a specific task or charge. The members’ bond is simply there interest in the task, as they have no previousRead MoreAnalysis Of The Movie 12 Angry Men 1929 Words   |  8 Pages12 Angry Men is a 1957 American courtroom drama film adapted from a teleplay of the same name by Reginald Rose. Written and co-produced by Rose himself and directed by Sidney Lumet, this trial film tells the story of a jury made up of 12 men as they deliberate the guilt or acquitta l of a defendant on the basis of reasonable doubt, forcing the jurors to question their morals and values. In the United States, a verdict in most criminal trials by jury must be unanimous. The film is notable for its almostRead MoreMovie Analysis : 12 Angry Men1769 Words   |  8 Pages1. Is this jury a group or team? Does the jury have entitativity? Why or why not? (define and give 2 examples from the movie) (10 points) It can be debated whether the jurors who made up the jury in the film 12 Angry Men comprised of a group or a team. Teams and groups are often terms that are used interchangeable to describe a multitude of gathered individuals. Teams are often thought of as a specific type of group, and essentially they are classified as hypergroups (Forsyth). As discussed inRead MoreAnalysis Of The Movie 12 Angry Men 2223 Words   |  9 Pages12 Angry Men is a movie centered around a murder case and the 12 men that are in charge of providing a verdict for a kid charged of first degree murder of his own father. In this movie, the characters have to face a long and grueling procedure of figuring out how to charge the kid after a six day long trial and hours long deliberation between the jurors. The film of 12 Angry Men has several key psychological aspects to it that can be accurately and summarily described. In the movie, the jury has